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Coaches, influences and consults directly with sales and customer experience leaders and HR (Human Resources) Manager to drive HR (Human Resources) processes and programs related to change management, staffing, training, organizational development, succession planning, performance management, employee relations, compensation, communication, policy interpretation, and application.
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Passion for optimizing organizational structures and enhancing human interactions to prompt positive employee experience. Employee Wellness Plans, including EAP and partnerships with Noom and Unwinding Meditation Apps.
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10+ years of experience as a Human Resources Business Partner, Consultant, Strategist or Specialist including experience with Associate or Employee Relations, Change Leadership, Talent Acquisition, Compensation, Talent Management, Organizational Development, Employment Practices, or Employment Law.
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This fast-paced role will support all aspects of the HR department, including recruitment, Student Programs, employee onboarding, HRIS, invoice processing, and maintaining accurate personnel records.
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Our client is looking for a Director of People and Culture (DPC) who will be responsible for transforming their Human Resources department into the People and Culture department, to enhance employee engagement, promote inclusivity, and strengthen organizational resilience.
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Partners with executive team, Metropolitan Police Academy (MPA), Human Resources Management Division (HRMD) and across bureaus to embed equity and inclusion into processes, policies and practices aimed at improving all elements of the employee lifecycle.
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And T-Mobile is recognized as a best place to work for LGBTQ employee by the Human Rights Campaign Corporate Equality Index five years in a row. Employees enjoy multiple wealth-building opportunities through our annual stock grant, employee stock purchase plan, 401(k), and access to free, year-round money coaches.
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The CHRO manages and leads the development and implementation of the overall Human Resources strategies for IDB Global, such as the activities related to recruitment, employment, retention, compensation, employee relations, benefits, training, organizational development, succession planning, career pathing, employee engagement, and DEI.
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Under the direction of the CEO, the Director of Human Resources is responsible for the daily operation of the Cedar Hill Regional Medical Center Human Resource Department including, HR administration, talent acquisition and retention, onboarding, positive employee relations, compensation and benefits administration, performance management and regulatory compliance.
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The Director, Regulatory Oversight position reports to the Associate Provost Research Integrity and Compliance (AP-RIC) and is responsible for leading the administrative, regulatory, and programmatic activities supporting the university's Human Research Protection Program (HRPP), animal care and use program, and oversight committees for the use of recombinant DNA and biohazardous materials, and research involving human embryonic and/or pluripotent stem cells.
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The Chief Human Resource Officer (CHRO), in close collaboration with the CEO, will be responsible for the ideation, development and execution of an overall human resource and talent management strategy to build a strong, ethical culture and support the overall business plan(s) and strategic direction of the organization.
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Employee-driven community outreach program featuring fundraising events (e.g., trivia, game shows, cooking competitions, etc.) Support the annual open enrollment process by preparing presentations, documentation, and employee communications, and resolving issues.
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Reporting to the CEO of Whitman-Walker Health and CEO of Whitman-Walker Health System, the Director of Human Resources is responsible for all aspects of human resources (HR), including talent acquisition, employee and labor relations, performance management, HRIS, total rewards (compensation and benefits), and compliance.
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Our Human Resources department at Walker & Dunlop is more than just policies and procedures – we’re the stewards of the Walker & Dunlop employee experience. As an HR Business Partner, you will collaborate with business leaders and the HR leadership team to enhance Walker & Dunlop's culture and the employee experience throughout the employee life cycle.
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Bachelor’s degree and 8-10 years of professional experience in one of the following functional areas: Organizational Development, Change Management, Employee and Stakeholder Engagement, Strategic Communications, Organizational Psychology, Process Improvement, Diversity, Equity, Inclusion, and Accessibility (DEIA), Learning & Development, Human Capital, and/or Project Management/Analytics.
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